Conducting a sufficient investigation

Investigations represent an opportunity to remove a misbehaving employee but also present significant risk if conducted incorrectly. This workshop will give you practical lessons on how to conduct a proper and thorough investigation, avoiding making a costly mistake during the process.

Looking at what constitutes “sufficient investigation” in the eyes of the Employment Court

Providing a step by step guide of putting together an employee investigation

Developing questioning skills and conducting interviews

Responding to conflicting information and misleading answers

Avoiding wasting time in the investigations process

Consulting with staff and adequately explaining the situation

Managing the rights and expectations of all parties involved

Looking at and learning from recent case law - where have employers gone wrong with employee investigations

Kylie Dunn

Partner

Russell McVeagh

Strategies for restructure & redeployment processes

With pressures to align business strategies alongside a modernised workforce and digital future, businesses are challenged with the need to restructure. However, redundancies should be the last resort for businesses going through brave change. An effective approach for organisational
restructure to reduce risk and retain talent is to redeploy staff. In this workshop gain in-depth knowledge on the processes to manage transitions and minimise risk.

Defining business objectives for the change and transition

Developing consultation processes

Highlighting the nature of new roles and working collaboratively with staff • Managing employee grievances and conflict of interest during selection process

Avoiding pitfalls and dealing with risk

Chris Baldock

Senior Associate

Minter Ellison Rudd Watts

Chris has extensive experience advising corporate clients on a wide range of employment and health and safety matters.
With a background in commercial litigation, Chris regularly represents clients in mediations and in proceedings before the Employment Relations Authority and the courts. He advises on all employment related matters, including statutory compliance, restraints of trade, disciplinary investigations, restructuring processes, personal grievances, poor performance, leave entitlements, employment agreements and policies, industrial relations, and workplace health and safety.